The culture which we found as a whole through various data analysis, surveys, and time was company and organizational culture. We realized that through the three organizational behaviors: you, your-boss, and your company gave everyone a sense of pride, self-worth, being part of an effective team, and all around more engaged as a department. (Bauer & Erodogan, 2017).We found throughout our department with meeting our vision and expectations, which were set up with a great on board and yearly training program. We start off by letting my team know what’s expected of them from the start. Our training program starts off at the roots of our company and explains our history, success stories, check on learning questions, and how our customer service is our forefront number one concern.
I also utilized my past experiences from the military by incorporating initial and quarterly counseling prior to their end of the year appraisal. Since I came on board five years ago I realized that we definitely could work harder and smarter. I utilized internal and external factors to help me with the analysis process. This did not happen overnight, nor did it happen in a vacuum. I solicited new, present and past employee’s success stories and past failures so as I wouldn’t make the same mistakes again. At first we didn’t have a great team cohesion, but once we all started from the ground up, and everyone felt they had a say in our policies and procedures the tide turned. My department found all of these to be great a great asset and encouraged employee effectiveness as a whole.
As I searched for ways to strengthen our department I went back to basics. I started digging into various past and present newspapers, journals, and books and started reading about ways to find examples of artifacts, values, and assumptions that help support my department’s culture and training program. One journal I found very interesting was about the 7Cs framework for building a better market culture through customer service. (Madhani, Pankaj M., 2018). Now this journal is a way that I found a few golden nuggets that helped me formulate a great plan for my department. Through a customer oriented culture and base this way enhanced my company and organizational culture by allowing a degree of freedom and flexibility that helped with the ever changing customer base and environment.
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As I searched further I had to focus on a few more areas for department success. I utilized an artifact I heard of from Facebook that allowed our employees to use a 24 hour call service for help, and a dispensing machine that kept various products that allowed employees to get a power cord, or hot spot with a swipe of their employee card. (Bauer & Erodogan, 2017). I learned that building skills through training on how we value our customers and the assumptions related to our customer base I was able to focus my department employees on the mission, value, and bring about a culture of fun and self-worth. In summary through these various artifacts, values, and assumptions I found that we had to continually self-re-evaluate our training through customer values, and assumption. We all agreed that we had to stay ahead of the new era and fast paced changing environment.
As I have stated my various departments’ success stories over the past years, I would like to take this opportunity to present a plan to the company leadership at your earliest convenience. This would be my suggested “get well plan” of creating a culture change within the rest of our great organization. As I discuss my departments methodology, this would allow the ability of our organization to achieve valuable outcomes through training, data analysis, market research, and a customer that supports our mission all while strengthening our own organization culture.
Through these ways I will highlight each one separately and systematically through the various artifacts, values, and assumptions we utilized. The ones we utilized made our department more fun, engaged, efficient, and customer centric based. I can conclude that the future research should also consider different national cultures that could interact with our success factors (Allhuraish, Robledo, Kobi, 2017) and a continuing effort to strive to be the best company globally.
References
- Bauer, T., & Erdogan, B. (2017). Organizational behavior (2nd ed.). Asheville, NC: Soomo Learning. Available from http://www.webtexts.com
- Madhani, Pankaj M. IUP Journal of Management Research. Jul2018, Vol. 17 Issue 3, p46-64.
- 19p. , Database: Business Source Complete
- Alhuraish I, Robledo C, Kobi A. A comparative exploration of lean manufacturing and six sigma in terms of their critical success factors. Journal of Cleaner Production. 2017;164:325-337
